Spain Becomes First European Country to Offer Paid Leave for Menstrual Pain

Spanish lawmakers approved legislation that would allow women with severe menstrual pain to be given paid leave.

According to the news of Euronews; With a new regulation in working life, Spain became the first European country to give its employees suffering from menstrual pain the right to take up to three days of paid leave. It was also stated that the three-day period could be extended to five days if the doctor deems it appropriate. In order for the permission to be used, a patient paper must be obtained from the doctor.

The costs of the leave will be covered by the state’s social security system, not by the employer. According to the Spanish Society of Gynecology and Obstetrics, about a third of menstruating women experience severe pain.

With the legal regulation, menstrual products; In schools and prisons, hormonal birth control pills and morning-after pills will be available free of charge at government health centers.

The regulation on menstrual leave also raises some concerns. UGT, one of Spain’s largest unions, points out that menstrual leave can stigmatize women in the workplace and companies may prefer to hire more men. The main opposition conservative People’s Party (PP) shares similar concerns with the union.

Ece Nagihan

Hi, I'm Ece. I am a writer for Expat Guide Turkey and I strive to create the best content for you. To contact me, you can send an e-mail to Happy reading!

One Comment

  1. The article reports on the recent decision by Spain to introduce paid leave for workers experiencing menstrual pain, making it the first European country to do so. The policy aims to support women’s health and wellbeing in the workplace and address the stigma and discrimination surrounding menstruation.

    The article provides information on the details of the policy, including the amount of leave that will be granted, and highlights the potential benefits for women in the workforce. It also acknowledges the criticism that the policy has faced, including concerns about gender discrimination and the potential impact on productivity.

    Overall, the article provides a factual and informative account of the new policy and its implications. It highlights the significance of this decision in promoting gender equality and supporting women’s health and wellbeing, while also acknowledging the need for ongoing dialogue and discussion around the best ways to address these issues in the workplace.

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